By Kristin Tugman, PhD, CRC, LPC
VP Health and Productivity Analytics & Consulting Practice, Group Insurance
Prudential
In the workplace, an employer can impact all the facets of employee well-being: career/purpose, community, social, financial, and health satisfaction.1
Purpose is often perpetuated by work and is enhanced through understanding one’s contributions to the overall vision and goals of the organization. Feeling valued for that contribution can also promote a person’s sense of purpose. In addition, over the last several years, it has become more incumbent upon employers to offer purpose to employees as an attraction and retention tool. Millennials especially look for meaningful work as opposed to being drawn by more traditional attractions such as benefits and compensation, and this is adding new force to a trend begun by earlier generations.2
Given that work can drive purpose and provide meaning, experiencing an impairment that includes an inability to work can significantly impact that sense of purpose. Employers should not only perpetuate a sense of purpose while an individual is at work but also maintain it if the employee experiences an illness or injury that requires absence from work.
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